New policies

The following proposals have been approved by General Counsel:

Proposed title

Summary

Contact

Approved

Loadings and Allowances Policy

It is proposed that a single policy cover the provision of all loadings and allowances that are paid in addition to normal salary. This policy will replace a range of outdated policies and simplify associated procedures.

This policy will provide an overview of the workforce relationships and engagements that the University enters into and where applicable, the appropriate form of remuneration or payment. It will cover work relationships with employees, volunteers and businesses such as independent contractors and labour hire agencies. It will ensure that the relationship, engagement procedures and any associated payments are correctly determined from the outset and appropriately established.

This policy is intended to provide the University with a better framework in which to: capture and protect its intellectual capital; encourage and reward its innovators; and define the rights and obligations regarding reporting, protection and commercialisation of intellectual property.

This policy will enhance the coordination and management of the diverse fundraising activities across faculties, centres, institutes and foundations. The policy will map the University's fundraising standards and governance process leading up to Gift Acceptance.

An overarching Leave Policy will be developed which covers all leave provisions applicable to staff. Currently separate leave policies exist for long service leave, parental leave, special leave, leave without pay and career development leave.

This policy will outline the basis on which venues at the University are made available for activities outside of teaching and research. It will include details about the application process, pricing policy and the authority of various stakeholders in the process.

This policy will provide detailed information about progress, progression planning, milestones, and reviews of higher degree by research students. It will also include principles guiding the operation of progress reviews and the decision making process regarding their outcome.

The present policy will be updated to better address a number of policy-related issues such as Special Studies Program entitlement of teaching focused staff and teaching and research academic staff who take up research-only roles for defined periods. It will also address the ranking of Special Studies Program applications.

This amendment will align the policy with ATO and Department of Immigration and Citizenship regulations. The separate LAFHA Guidelines document will be incorporated into this policy and the separate document no longer required. The amendments will also include distinction between domestic and international relocations and differences between support items for permanent and fixed term roles. The policy will also be moved into the new policy template.

This policy will be reviewed and amended in two stages. The first stage will include changes relating to recruitment including general staff selection panels; declaration of conflicts of interests and engagements through recruitment/labour hire agencies to be managed by SydneyRecruitment. The second stage will incorporate a wider review and amalgamation of several existing policy documents into a single University policy in the new policy format with improved procedures for recruiting and selecting staff.

An interim amendment is also proposed in early 2015 to expedite efficiencies to the Level A (Research Only) selection process.

This policy will be reviewed to incorporate issues originally planned to be addressed in a Social Media Policy. This will include minimum standards in line with industry best practice and a mechanism for central oversight of the University's social media activity.

This document will be updated to eliminate any ambiguities in the wording of the curent policy. It will also be separated into different policy and procedures documents with the Provost designated as the administrator of the policy.

This policy requires review to align with the amendments to the Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status) Act 2013. Minor amendments to this document have been completed in October 2013 with a more comprehensive review yet to be completed.

This policy will be reviewed and amended in two stages. The first stage will ensure consistency with the Enterprise Agreement. The second stage will incorporate a wider review and amalgamation of several existing policy documents into a single University policy in the new policy format.

This policy will be reviewed and amended in two stages. The first stage will formalise a new affiliate role for Higher Degree by Research Supervisors. The second stage will incorporate a more comprehensive review including transition to the new policy format.

The University has expanded the range of activities undertaken through controlled entities since the commencement of this policy. The policy will be amended to provide a more robust governance framework for such entities and improve compliance with both internal and regulatory requirements.

This amendment will be processed in stages. An initial amendment is planned to add a provision for Aegrotat awards. Further review and amendments will then occur to clarify the operation and interpretation of some provisions identified since the introduction of this new policy.

This policy will be reviewed, and associated procedures developed, to create separation between the governing principles for University foundations and the operational and procedural elements guiding their activties.